One of the most common questions I hear from leaders is: How do we build an accountable workplace culture? The answer is simple… but it is not easy. In fact, the answer to this question gives us a textbook example of why simple principles often take immense amounts of time, energy, and effort to implement. The simple answer is as follows. To build an accountable workplace culture, you first design it. How do you design
The Accountability Blog
Here are some thoughts on accountability inspired by the attack on the Capitol yesterday. Accountable leaders in any field of endeavor, including politics, inevitably face questions of character. Our character is demonstrated by our decisions and our deeds over the long term, not by the words we throw out in the heat of the moment so we can look good when the cameras are rolling. Character, in other words, is a long-term play, it is
Accountable leaders know that the values of the organization must always connect to the actions and decisions of each and every team member. They also know that Respect has to be one of those values. If team members are not willing to treat each other with respect — whether that is over a political disagreement, a disagreement about how to redecorate the breakroom, or anything in between — then the accountable leader has to call time-out and make sure the value of Respect is restored.
You may only dimly recall the name Collin Martin from a story that flashed by a while back…or you may have no idea at all who Collin Martin is or why he is important in any discussion of accountable leadership. That is about to change. A midfielder for the San Diego Loyal in the USL Championship soccer league, Martin did something remarkable in June of 2018: He came out publicly as gay. This made him
How do you build an accountable corporate culture? Microsoft just gave us all a lesson. If you go to Microsoft’s website and take a look at their corporate values, you will come across this powerful sentence: We recognize privacy as a fundamental human right. Inspiring…but there is a potential problem. Just posting those words is not enough to build or sustain a corporate culture that features commitments that support this value. That takes more than
Houston Astros owner and chairman Jim Crane fired the team’s manager and general manager after Major League Baseball found the Astros illegally created a system the sole and communicated the opposing teams’ pitching signs during their 2017 championship season. Accountability was lacking on the side of those fired but the owner showed his accountability immediately.
I work with a lot of senior corporate leaders. One of the things I notice is that some of them are a little confused about the concept of corporate values. They often talk about personal and corporate values in the abstract, almost as hypothetical behaviors attitudes, as though their personal and corporate values were some far-off destination they were hoping, someday, to reach. They may say they have values in different categories, one of which
The time has come to take the gloves off and be brutally honest. When someone is willing to support, give money to or vote to elect someone to the United States Senate who has been accused of molesting a minor then all you care about is power. All you care about is the seat in the Senate and being able to pass a bill. All you care about are money decisions.
Organizational values teach, “how we do things here.” Organizational values teach the boundaries of an organization. Organizational values provide the guardrails that you must stay within.
It appears that Google has a handle on defining, teaching and living the values. As a matter of fact Google is well known for their values and the impact the values have on creating their unique culture.